In this section, we’ll examine some of the aspects of industrial-organizational psychology related to discrimination, violence, and safety, as well as examine the work done in human factors psychology.

Discrimination in Hiring

In an ideal hiring process, an organization would generate a job analysis that accurately reflects the requirements of the position, and it would accurately assess candidates’ KSAs to determine who the best individual is to carry out the job’s requirements. For many reasons, hiring decisions in the real world are often made based on factors other than matching a job analysis to KSAs. As mentioned earlier, interview rankings can be influenced by other factors: similarity to the interviewer (Bye, Horverak, Sandal, Sam, & Vijver, 2014) and the regional accent of the interviewee (Rakić, Steffens, & Mummendey 2011).

A study by Agerström & Rooth (2011) examined hiring managers’ decisions to invite equally qualified to an interview, but the candidates differed in weight and body size. The decisions of the hiring managers were based on photographs of the two applicants. The study found that hiring managers who scored high on a test of implicit associations related to weight (meaning they showed a bias against people who were overweight) were less likely to interview candidates who were overweight.

A meta-analysis of experimental studies found that physical attractiveness benefited individuals in various job-related outcomes such as hiring, promotion, and performance review (Hosoda, Stone-Romero, & Coats, 2003). They also found that the strength of the benefit appeared to be decreasing with time between the late 1970s and the late 1990s.

Some hiring criteria may be related to a particular group an applicant belongs to and not individual abilities. Unless membership in that group directly affects potential job performance, a decision based on group membership is discriminatory. To combat hiring discrimination, in the United States there are numerous city, state, and federal laws that prevent hiring based on various group-membership criteria. For example, did you know it is illegal for a potential employer to ask your age in an interview? Did you know that an employer cannot ask you whether you are married, a U.S. citizen, have disabilities, or what your race or religion is? They cannot even ask questions that might shed some light on these attributes, such as where you were born or who you live with. These are only a few of the restrictions that are in place to prevent discrimination in hiring. In the United States, federal anti-discrimination laws are administered by the U.S. Equal Employment Opportunity Commission (EEOC).